A verdict on your candidate. By end of day.
A senior engineer in the candidate's stack runs the technical interview. You get back a level call with the exact lines from the transcript that justify it. No score out of ten, no black box.
English by default, Russian on request · 60 minutes · report the same working day
Three steps, and none of them are yours.
Send the role and the candidate
A job description and a CV is enough. We read the role first and build the interview plan against it, so the questions are about your stack and your seniority bar.
A senior engineer runs the interview
Sixty minutes, structured, recorded with the candidate's consent. The interviewer pushes on reasoning rather than recall, and never tells the candidate the outcome.
You get the report and make the call
A level verdict, the signals behind it, the risks and the gaps. You decide who moves forward. We never discuss the decision with the candidate and never with your client.
Evidence, not scores.
A number out of ten tells you nothing you can defend to a hiring manager. Every line points back at something the candidate said.
A junior, mid or senior call
Matched against reasoning profiles calibrated on real hiring decisions, not against a percentile of other test-takers.
Trade-offs, consequences, failure boundaries
The three things that separate levels in practice, each tagged to the exact quote and timestamp it came from.
Where the story does not line up
When the CV and the room disagree, you see it, with both sides quoted.
What they cannot do yet
Named specifically, with a sense of how far off it is. Useful when the answer is “not for this role, but yes for the other one”.
One price per hire
We plan the interview with your tech lead, score your inbound candidates, run live 60-minute technical interviews with senior technical interviewers, and send a recording, transcript and verdict for every candidate. You pay for the engineer you hire, not for the interviews it took. No subscription, no seats.
Book a call- Interview plan built and agreed with your tech lead
- Up to 500 inbound candidates scored against the role
- Up to 10 live technical interviews by senior engineers
- Recording and a structured report on every candidate
- Ranked verdicts with evidence, the day each interview runs
The things people ask first.
Who actually runs the interview?+–
A working senior engineer in the candidate's stack, following a plan built for your role. Not a recruiter reading a script and not a synthetic voice. You do not see their name and neither does the candidate.
What languages can you interview in?+–
English by default, and Russian on request: the founder is a native Russian speaker with a deep network of Russian-speaking engineers. Need another language? Ask us. If your candidate is more precise in their own language, use it. Reasoning is what we score, and precision matters more than accent.
How fast is the turnaround?+–
The report reaches you the same working day the interview happens. Booking usually lands within two working days of you sending the role.
Do you tell us who to hire?+–
No. We tell you what level the person operates at, and what we saw them do and not do. Whether that clears your bar is your call, and the borderline cases are exactly the ones we hand back rather than decide for you.
What happens to the candidate's data?+–
Processed for the role you sent it for, under GDPR, and never reused to build a talent pool we sell to someone else. The recording exists because the report cites it. Ask us to delete it and it goes.
We already use an AI screening tool. Why add this?+–
Because those tools score answers, and answers are the part a model now produces for free. Reading a submitted artifact is the easier half of the problem. The interview is where a claim gets tested against a person who has to defend it out loud.